Compensation: effective reward management:
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Toronto <<[u.a.]>>
Butterworths
1992
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XX, 389 S. graph. Darst. |
| ISBN: | 0409897787 |
Internformat
MARC
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| 245 | 1 | 0 | |a Compensation: effective reward management |c Rabindra N. Kanungo ; Manuel Mendonca |
| 264 | 1 | |a Toronto <<[u.a.]>> |b Butterworths |c 1992 | |
| 300 | |a XX, 389 S. |b graph. Darst. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
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| 700 | 1 | |a Mendonca, Manuel |d 1932- |e Verfasser |0 (DE-588)133452387 |4 aut | |
| 856 | 4 | 2 | |m HBZ Datenaustausch |q application/pdf |u http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=016860247&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |3 Inhaltsverzeichnis |
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Datensatz im Suchindex
| _version_ | 1804138190320173056 |
|---|---|
| adam_text | Contents
Preface vii
List of Figures xvii
List of Tables xix
Chapter 1: An Introduction to Compensation 1
Chapter Synopsis 1
Learning Objectives 1
The Nature of Compensation 1
Classification of Compensation: Economic and
Non-Economic Rewards 5
The Economic Compensation System 7
Cash Payments 7
Benefits 9
The Non-Economic Compensation System 10
Objectives of the Reward System 11
Effective Reward Management: A Compensation Model 12
Summary 16
Key Terms 17
Review and Discussion Questions 17
Case: The Tinkerman Corporation of Montreal 18
PARTI: THE STRATEGIC INFLUENCE OF ENVIRONMENT .... 19
Chapter 2: The External and Internal Environments 21
Chapter Synopsis 21
Learning Objectives 21
The Environment and the Compensation System 21
The External Environment 22
Economic Conditions 22
Technological Changes 24
Government Regulations 24
Union Expectations 25
ix
Sociocultural Environment 25
The Internal Environment 27
Internal Work Culture 27
Business Strategies 29
Product Life Cycle 32
Summary 36
Key Terms 36
Review and Discussion Questions 36
Case: Tandoori Burgers Limited 38
PARTII: THEORETICAL APPROACHES TO
COMPENSATION DESIGN AND MANAGEMENT .... 41
Chapter 3: Theoretical Foundations: Content
Theories Approach 43
Chapter Synopsis 43
Learning Objectives 43
Introduction 44
Motivation and Motives 45
Theories of Motivation 45
Content Theories of Work Motivation 46
The Scientific Management Movement 47
The Human Relations Movement 48
Herzberg s Two-Factor Theory of Reward
Classification 49
The Intrinsic-Extrinsic Reward Classification 51
A Critique of the Intrinsic-Extrinsic Dichotomy in
Rewards Management 52
Summary 56
Key Terms 57
Review and Discussion Questions 58
Exercise 3.1: Preferences for Pay and Other Job Outcomes 59
Exercise 3.2: The Intrinsic-Extrinsic Approach to Rewards
Classification 61
Chapter 4: Theoretical Foundations: Process Theories
Approach 63
Chapter Synopsis 63
Learning Objectives 63
Process Theories of Work Motivation 64
Equity Theory 65
Expectancy Theory 66
The Elements of Expectancy Theory 67
The Determinants of the Elements of Expectancy
Theory 68
The Process of Expectancy Theory 74
Empirical Support for the Expectancy Theory Model 77
Implications of the Expectancy Theory Model for
Reward Management 80
Summary 82
Key Terms 83
Review and Discussion Questions 84
Exercise: The Practical Implications of Expectancy
Theory 86
Chapter 5: Satisfaction with Pay and Non-Economic
Outcomes 93
Chapter Synopsis 93
Learning Objectives 93
Introduction 94
Satisfaction with Pay 95
Determinants of Pay Satisfaction 96
Consequences of Pay Dissatisfaction 103
Practical Guidelines for Enhancing Pay Satisfaction 107
Satisfaction with Non-Economic Outcomes 109
Theoretical Approaches to Job Design 110
The Process of Job Design 114
Implications for Reward Management 117
Summary 117
Key Terms 118
Review and Discussion Questions 118
Case: Star Wars 120
PART III: PROCESSES AND TECHNIQUES IN DESIGNING
THE COMPENSATION SYSTEM 123
Chapter 6: The Strategic and Process Issues in
Compensation 125
Chapter Synopsis 125
Learning Objectives 125
Introduction 125
The Strategic Issues 129
Compensation Philosophy 129
Balancing the Mechanistic and Process Issues 131
The Choice of a Job-Content-based or a Person-based
Evaluation System 134
The Compensation System as an End or as a Means to
an End 136
The Choice of Internal or External Equity 137
The Choice of External Labour Markets for Salary
Surveys 138
Centralization versus Decentralization 139
Performance versus Seniority 140
The Choice of the Compensation Mix 141
The Process Issues 142
Communicating the Compensation System 142
Involving Employees in Decision Making 145
The Role of the Strategic and Process Issues in Compensation
Design and Administration 150
Summary 151
Key Terms 152
Review and Discussion Questions 152
Exercise: Deciding on Strategic and Process Issues in
Compensation System Design 154
Chapter 7: Promoting Organizational Membership
Behaviours 155
Chapter Synopsis 155
Learning Objectives 155
Introduction 155
How Can Rewards Be Used to Reduce Absenteeism? 156
Problem and Effects of Absenteeism 156
Factors Related to Absenteeism 157
Reasons for Absenteeism 158
Methods of Controlling Absenteeism 163
How Can Rewards Be Used to Reduce Tardiness? 168
How Can Rewards Be Used to Reduce Turnover? 169
Why Employees Stay With or Leave an
Organization 169
Methods of Controlling Turnover 173
Summary 174
Key Terms 175
Review and Discussion Questions 175
Case: Intexpro Inc. Meets Absenteeism Head-On 177
Chapter 8: Performance-based Pay: Personal Equity I 179
Chapter Synopsis 179
Learning Objectives 179
Introduction 180
Job Performance Behaviours 180
Objectives of Performance-based Rewards 182
The Role of Pay in Increasing Job Performance 183
Issues in Performance-based Pay 185
Rewarding Employees on the Basis of Individual, Group, j
or Organizational Performance 186 f
The Number of Performance-based Pay Plans 191
Merit Pay as a Salary Increase or a One-Time Bonus
Payment 193
The Appropriate Amount of Merit Pay 194
Subjective versus Objective Measures of
Performance 195
The Length of the Payout Periods 196
Employee Involvement in Designing and Administering
Merit Pay 197
The Role of Performance Appraisal in the Administration
of Performance-based Rewards 198
The Performance Appraisal Process 199
Essential Preconditions for Effective Performance
Appraisal 202
Summary 203
Key Terms 205
Review and Discussion Questions 205
Case: Carpenter Creations Limited 207
Chapter 9: Incentive Systems and Gain-sharing Plans:
Personal Equity II 211
Chapter Synopsis 211
Learning Objectives 211
Introduction 211
Individual Incentive Plans 212
Piece-Rate Plan 212
Standard-Hour Plan 213
Sales Commissions and Bonuses 215
Conditions that Favour the Effectiveness of Individual
Incentive Plans 216
Group Incentive Plans 220
Critical Issues in Organization-wide Gain-sharing Plans 221
Types of Gain-sharing Plans 223
Scanlon Plan 224
Rucker Plan 227
Improshare Plan 229
Conditions That Favour Gain-sharing Plans 231
Summary 232
Key Terms 233
Review and Discussion Questions 233
Case: The Elusive Reward 234
Chapter 10: Job Analysis and Job Evaluation:
Internal Equity I 237
Chapter Synopsis 237
Learning Objectives 237
Introduction 238
Internal Equity 238
What Is Internal Equity? 238
The Role of Internal Equity in the Design of a
Compensation System 239
Tools and Processes for Ensuring Internal Equity 240
Job Analysis 241
What Is Job Analysis? 241
The Procedure and the Methods of Job Analysis 241
Interview 242
Observation 242
Questionnaire 243
Diary/Log 243
The Position Analysis Questionnaire (PAQ) 243
Job Description and Job Specifications 245
Job Evaluation 247
What Is Job Evaluation? 247
Methods of Job Evaluation 247
Ranking 247
Classification 248
The Factor Comparison and Point Methods 250
The Four Methods: Similarities and
Differences 261
Administering the Job Evaluation Programme 262
Developing a Job Structure 263
Summary 264
Key Terms 264
Review and Discussion Questions 265
Exercise 10.1: Determining the Appropriateness of Job
Analysis Methods 266
Exercise 10.2: Job Evaluation 268
Chapter 11: Pay Equity Legislation: Internal
Equity II 273
Chapter Synopsis 273
Learning Objectives 273
Introduction 273
The Salient Features of Pay Equity
Legislation 274
What Is Pay Equity? 274
The History of Pay Equity Legislation in Canada 275
Selected Provisions of Pay Equity Laws 275
The Pay Equity Plan 276
The Issue of Gender Bias in Job Analysis and Job
Evaluation 278
Some Neglected Issues in Pay Equity Laws 281
Equity and Moral Rights 282
Equity Theory of Human Motivation and Pay Equity
Laws 283
Effects of Pay Equity Laws 284
Conclusion 289
Summary 290
Key Terms 291
Review and Discussion Questions 291
Exercise: The Pay Equity Debate 292
Chapter 12: Salary Surveys and Pay Structure: External
Equity 295
Chapter Synopsis 295
Learning Objectives 295
Introduction 296
The Sources or Bases of Pay Rates 296
The Relevant External Labour Market 298
Salary Surveys 299
What Is a Salary Survey? 299
Salary Survey Approaches and Methods 300
Techniques of Data Collection 303
A Critique of Salary Surveys 304
Analysis of Survey Data 304
Designing the Pay Structure 307
Pay Level Policy 307
Pricing the Job Structure 309
Constructing the Pay Structure: Pay Grades,
Pay Ranges 311
Pay Structure and Salary Administration Policies 315
Summary 317
Key Terms 318
Review and Discussion Questions 318
Exercise: Constructing the Pay Structure 321
Chapter 13: Employee Benefits Programmes 323
Chapter Synopsis 323
Learning Objectives 323
Employee Benefits Programmes 323
Income Protection Programmes 324
Reimbursed Time Off 330
Employee Services and Perquisites 331
The Flexible Benefits Approach 333
Guidelines in Designing the Benefits Programme 334
Summary 336
Key Terms 336
Review and Discussion Questions 336
Exercise: Evaluating a Benefits Programme 338
PART IV: MANAGING THE COMPENSATION SYSTEM 339
Chapter 14: Managing the Compensation System 341
Chapter Synopsis 341
Learning Objectives 341
Introduction 342
The Salary Budget Process 342
The Top-Down Approach 343
The Bottom-Up Approach 345
Emerging Issues: Person-based Pay 346
Multi-Skilling 346
Knowledge-based Pay 348
; Emerging Issues: Evaluating the Effectiveness of the
Compensation System 350
An Action Programme 352
Illustration of the Action Programme 357
Summary 367
Key Terms 367
Review and Discussion Questions 368
Case: Getting the Motivational Bang from the Compensation
Bucks 369
References 373
Index 381
Figures
1.1 The Reward System 7
1.2 Effective Reward Management: A Model 13
2.1 The Impact of the External and Internal Environments
on the Compensation Programme 23
2.2 The Influence of the Sociocultural Environment on the
Internal Work Culture 28
2.3 The Influence of the Sociocultural and Internal
Environments on the Compensation Mix 34
4.1 The Expectancy Theory Model 69
5.1 Determinants of Pay Satisfaction 97
5.2 Consequences of Pay Dissatisfaction 104
6.1 The Effects of Employee Involvement in Decision
Making 147
7.1 Expectancy Theory Model for Explaining Attendance
Motivation 160
7.2 Expectancy Theory Model for Explaining Organizational
Tenure 170
8.1 The Performance Appraisal Process and Its Essential
Preconditions 204
14.1 Managerial Action Programme for Assessing and
Designing a Reward System 353
xvii
Tables
1.1 A List of Work Rewards Offered by Organizations 6
3.1.1 Preferences for Pay and Other Job Outcomes 60
4.1.1 Expectancy Theory Worksheet 88
5.1 The Process of Job Redesign 115
6.1 Extracts from a Compensation Philosophy Statement
Relating to Objectives, Market Position, and
Performance-based Pay 132
10.1 The Six Major Divisions of the Position Analysis
Questionnaire 244
10.2 Factor Evaluation System Factors, Weights, and
Levels 251
10.3 Factor Comparison Method: Factor-based Ranking 256
10.4 Factor Comparison Method: Allocation of Pay to Each
Factor and Pay-Allocation-based Ranking 258
10.5 Factor Comparison Method: Comparison of the Factor-
based and Pay-Allocation-based Rankings 259
10.6 Factor Comparison Method: Job Evaluation Scale 260
10.1.1 Worksheet for Determining the Appropriateness of
Job Analysis Methods 267
10.2.1 Job Descriptions — Job A and Job B 269
10.2.2 Job Evaluation Plan 270
11.1 A Summary of Selected Provisions of Pay Equity Laws in
Canada 277
11.2 Data on the South Asian Visible Minority Group Relative
to the Canadian Population on Selected Characteristics:
Age, Education, Participation in Labour Force, and
Professional Occupations 286
14.1 Multi-Skilling 347
14.2 Summary of Reward Costs, Organizational Priority for
Targeted Behaviours, and Employee Perceptions of
Rewards 358
14.3 A Comparison of the Intended and the Actual
Effectiveness of Rewards 363
14.1.1 Summary of Organizational Priority for Targeted
Behaviours and Employee Perceptions of Rewards 370
V1Y
14.1.2 Employees Responses to the Question Whether the
Rewards Are Fairly or Not Fairly Administered 371
14.1.3 Employees Responses to the Questions on Performance
Appraisal Policies and Practices 371
|
| adam_txt |
Contents
Preface vii
List of Figures xvii
List of Tables xix
Chapter 1: An Introduction to Compensation 1
Chapter Synopsis 1
Learning Objectives 1
The Nature of Compensation 1
Classification of Compensation: Economic and
Non-Economic Rewards 5
The Economic Compensation System 7
Cash Payments 7
Benefits 9
The Non-Economic Compensation System 10
Objectives of the Reward System 11
Effective Reward Management: A Compensation Model 12
Summary 16
Key Terms 17
Review and Discussion Questions 17
Case: The Tinkerman Corporation of Montreal 18
PARTI: THE STRATEGIC INFLUENCE OF ENVIRONMENT . 19
Chapter 2: The External and Internal Environments 21
Chapter Synopsis 21
Learning Objectives 21
The Environment and the Compensation System 21
The External Environment 22
Economic Conditions 22
Technological Changes 24
Government Regulations 24
Union Expectations 25
ix
Sociocultural Environment 25
The Internal Environment 27
Internal Work Culture 27
Business Strategies 29
Product Life Cycle 32
Summary 36
Key Terms 36
Review and Discussion Questions 36
Case: Tandoori Burgers Limited 38
PARTII: THEORETICAL APPROACHES TO
COMPENSATION DESIGN AND MANAGEMENT . 41
Chapter 3: Theoretical Foundations: Content
Theories Approach 43
Chapter Synopsis 43
Learning Objectives 43
Introduction 44
Motivation and Motives 45
Theories of Motivation 45
Content Theories of Work Motivation 46
The Scientific Management Movement 47
The Human Relations Movement 48
Herzberg's Two-Factor Theory of Reward
Classification 49
The Intrinsic-Extrinsic Reward Classification 51
A Critique of the Intrinsic-Extrinsic Dichotomy in
Rewards Management 52
Summary 56
Key Terms 57
Review and Discussion Questions 58
Exercise 3.1: Preferences for Pay and Other Job Outcomes 59
Exercise 3.2: The Intrinsic-Extrinsic Approach to Rewards
Classification 61
Chapter 4: Theoretical Foundations: Process Theories
Approach 63
Chapter Synopsis 63
Learning Objectives 63
Process Theories of Work Motivation 64
Equity Theory 65
Expectancy Theory 66
The Elements of Expectancy Theory 67
The Determinants of the Elements of Expectancy
Theory 68
The Process of Expectancy Theory 74
Empirical Support for the Expectancy Theory Model 77
Implications of the Expectancy Theory Model for
Reward Management 80
Summary 82
Key Terms 83
Review and Discussion Questions 84
Exercise: The Practical Implications of Expectancy
Theory 86
Chapter 5: Satisfaction with Pay and Non-Economic
Outcomes 93
Chapter Synopsis 93
Learning Objectives 93
Introduction 94
Satisfaction with Pay 95
Determinants of Pay Satisfaction 96
Consequences of Pay Dissatisfaction 103
Practical Guidelines for Enhancing Pay Satisfaction 107
Satisfaction with Non-Economic Outcomes 109
Theoretical Approaches to Job Design 110
The Process of Job Design 114
Implications for Reward Management 117
Summary 117
Key Terms 118
Review and Discussion Questions 118
Case: Star Wars 120
PART III: PROCESSES AND TECHNIQUES IN DESIGNING
THE COMPENSATION SYSTEM 123
Chapter 6: The Strategic and Process Issues in
Compensation 125
Chapter Synopsis 125
Learning Objectives 125
Introduction 125
The Strategic Issues 129
Compensation Philosophy 129
Balancing the Mechanistic and Process Issues 131
The Choice of a Job-Content-based or a Person-based
Evaluation System 134
The Compensation System as an End or as a Means to
an End 136
The Choice of Internal or External Equity 137
The Choice of External Labour Markets for Salary
Surveys 138
Centralization versus Decentralization 139
Performance versus Seniority 140
The Choice of the Compensation Mix 141
The Process Issues 142
Communicating the Compensation System 142
Involving Employees in Decision Making 145
The Role of the Strategic and Process Issues in Compensation
Design and Administration 150
Summary 151
Key Terms 152
Review and Discussion Questions 152
Exercise: Deciding on Strategic and Process Issues in
Compensation System Design 154
Chapter 7: Promoting Organizational Membership
Behaviours 155
Chapter Synopsis 155
Learning Objectives 155
Introduction 155
How Can Rewards Be Used to Reduce Absenteeism? 156
Problem and Effects of Absenteeism 156
Factors Related to Absenteeism 157
Reasons for Absenteeism 158
Methods of Controlling Absenteeism 163
How Can Rewards Be Used to Reduce Tardiness? 168
How Can Rewards Be Used to Reduce Turnover? 169
Why Employees Stay With or Leave an
Organization 169
Methods of Controlling Turnover 173
Summary 174
Key Terms 175
Review and Discussion Questions 175
Case: Intexpro Inc. Meets Absenteeism Head-On 177
Chapter 8: Performance-based Pay: Personal Equity I 179
Chapter Synopsis 179
Learning Objectives 179
Introduction 180
Job Performance Behaviours 180
Objectives of Performance-based Rewards 182
The Role of Pay in Increasing Job Performance 183
Issues in Performance-based Pay 185
Rewarding Employees on the Basis of Individual, Group, \j
or Organizational Performance 186 f
The Number of Performance-based Pay Plans 191
Merit Pay as a Salary Increase or a One-Time Bonus
Payment 193
The Appropriate Amount of Merit Pay 194
Subjective versus Objective Measures of
Performance 195
The Length of the Payout Periods 196
Employee Involvement in Designing and Administering
Merit Pay 197
The Role of Performance Appraisal in the Administration
of Performance-based Rewards 198
The Performance Appraisal Process 199
Essential Preconditions for Effective Performance
Appraisal 202
Summary 203
Key Terms 205
Review and Discussion Questions 205
Case: Carpenter Creations Limited 207
Chapter 9: Incentive Systems and Gain-sharing Plans:
Personal Equity II 211
Chapter Synopsis 211
Learning Objectives 211
Introduction 211
Individual Incentive Plans 212
Piece-Rate Plan 212
Standard-Hour Plan 213
Sales Commissions and Bonuses 215
Conditions that Favour the Effectiveness of Individual
Incentive Plans 216
Group Incentive Plans 220
Critical Issues in Organization-wide Gain-sharing Plans 221
Types of Gain-sharing Plans 223
Scanlon Plan 224
Rucker Plan 227
Improshare Plan 229
Conditions That Favour Gain-sharing Plans 231
Summary 232
Key Terms 233
Review and Discussion Questions 233
Case: The Elusive Reward 234
Chapter 10: Job Analysis and Job Evaluation:
Internal Equity I 237
Chapter Synopsis 237
Learning Objectives 237
Introduction 238
Internal Equity 238
What Is Internal Equity? 238
The Role of Internal Equity in the Design of a
Compensation System 239
Tools and Processes for Ensuring Internal Equity 240
Job Analysis 241
What Is Job Analysis? 241
The Procedure and the Methods of Job Analysis 241
Interview 242
Observation 242
Questionnaire 243
Diary/Log 243
The Position Analysis Questionnaire (PAQ) 243
Job Description and Job Specifications 245
Job Evaluation 247
What Is Job Evaluation? 247
Methods of Job Evaluation 247
Ranking 247
Classification 248
The Factor Comparison and Point Methods 250
The Four Methods: Similarities and
Differences 261
Administering the Job Evaluation Programme 262
Developing a Job Structure 263
Summary 264
Key Terms 264
Review and Discussion Questions 265
Exercise 10.1: Determining the Appropriateness of Job
Analysis Methods 266
Exercise 10.2: Job Evaluation 268
Chapter 11: Pay Equity Legislation: Internal
Equity II 273
Chapter Synopsis 273
Learning Objectives 273
Introduction 273
The Salient Features of Pay Equity
Legislation 274
What Is Pay Equity? 274
The History of Pay Equity Legislation in Canada 275
Selected Provisions of Pay Equity Laws 275
The Pay Equity Plan 276
The Issue of Gender Bias in Job Analysis and Job
Evaluation 278
Some Neglected Issues in Pay Equity Laws 281
Equity and Moral Rights 282
Equity Theory of Human Motivation and Pay Equity
Laws 283
Effects of Pay Equity Laws 284
Conclusion 289
Summary 290
Key Terms 291
Review and Discussion Questions 291
Exercise: The Pay Equity Debate 292
Chapter 12: Salary Surveys and Pay Structure: External
Equity 295
Chapter Synopsis 295
Learning Objectives 295
Introduction 296
The Sources or Bases of Pay Rates 296
The Relevant External Labour Market 298
Salary Surveys 299
What Is a Salary Survey? 299
Salary Survey Approaches and Methods 300
Techniques of Data Collection 303
A Critique of Salary Surveys 304
Analysis of Survey Data 304
Designing the Pay Structure 307
Pay Level Policy 307
Pricing the Job Structure 309
Constructing the Pay Structure: Pay Grades,
Pay Ranges 311
Pay Structure and Salary Administration Policies 315
Summary 317
Key Terms 318
Review and Discussion Questions 318
Exercise: Constructing the Pay Structure 321
Chapter 13: Employee Benefits Programmes 323
Chapter Synopsis 323
Learning Objectives 323
Employee Benefits Programmes 323
Income Protection Programmes 324
Reimbursed Time Off 330
Employee Services and Perquisites 331
The Flexible Benefits Approach 333
Guidelines in Designing the Benefits Programme 334
Summary 336
Key Terms 336
Review and Discussion Questions 336
Exercise: Evaluating a Benefits Programme 338
PART IV: MANAGING THE COMPENSATION SYSTEM 339
Chapter 14: Managing the Compensation System 341
Chapter Synopsis 341
Learning Objectives 341
Introduction 342
The Salary Budget Process 342
The Top-Down Approach 343
The Bottom-Up Approach 345
Emerging Issues: Person-based Pay 346
Multi-Skilling 346
Knowledge-based Pay 348
; Emerging Issues: Evaluating the Effectiveness of the
Compensation System 350
An Action Programme 352
Illustration of the Action Programme 357
Summary 367
Key Terms 367
Review and Discussion Questions 368
Case: Getting the Motivational Bang from the Compensation
Bucks 369
References 373
Index 381
Figures
1.1 The Reward System 7
1.2 Effective Reward Management: A Model 13
2.1 The Impact of the External and Internal Environments
on the Compensation Programme 23
2.2 The Influence of the Sociocultural Environment on the
Internal Work Culture 28
2.3 The Influence of the Sociocultural and Internal
Environments on the Compensation Mix 34
4.1 The Expectancy Theory Model 69
5.1 Determinants of Pay Satisfaction 97
5.2 Consequences of Pay Dissatisfaction 104
6.1 The Effects of Employee Involvement in Decision
Making 147
7.1 Expectancy Theory Model for Explaining Attendance
Motivation 160
7.2 Expectancy Theory Model for Explaining Organizational
Tenure 170
8.1 The Performance Appraisal Process and Its Essential
Preconditions 204
14.1 Managerial Action Programme for Assessing and
Designing a Reward System 353
xvii
Tables
1.1 A List of Work Rewards Offered by Organizations 6
3.1.1 Preferences for Pay and Other Job Outcomes 60
4.1.1 Expectancy Theory Worksheet 88
5.1 The Process of Job Redesign 115
6.1 Extracts from a Compensation Philosophy Statement
Relating to Objectives, Market Position, and
Performance-based Pay 132
10.1 The Six Major Divisions of the Position Analysis
Questionnaire 244
10.2 Factor Evaluation System Factors, Weights, and
Levels 251
10.3 Factor Comparison Method: Factor-based Ranking 256
10.4 Factor Comparison Method: Allocation of Pay to Each
Factor and Pay-Allocation-based Ranking 258
10.5 Factor Comparison Method: Comparison of the Factor-
based and Pay-Allocation-based Rankings 259
10.6 Factor Comparison Method: Job Evaluation Scale 260
10.1.1 Worksheet for Determining the Appropriateness of
Job Analysis Methods 267
10.2.1 Job Descriptions — Job A and Job B 269
10.2.2 Job Evaluation Plan 270
11.1 A Summary of Selected Provisions of Pay Equity Laws in
Canada 277
11.2 Data on the South Asian Visible Minority Group Relative
to the Canadian Population on Selected Characteristics:
Age, Education, Participation in Labour Force, and
Professional Occupations 286
14.1 Multi-Skilling 347
14.2 Summary of Reward Costs, Organizational Priority for
Targeted Behaviours, and Employee Perceptions of
Rewards 358
14.3 A Comparison of the Intended and the Actual
Effectiveness of Rewards 363
14.1.1 Summary of Organizational Priority for Targeted
Behaviours and Employee Perceptions of Rewards 370
V1Y
14.1.2 Employees' Responses to the Question Whether the
Rewards Are Fairly or Not Fairly Administered 371
14.1.3 Employees' Responses to the Questions on Performance
Appraisal Policies and Practices 371 |
| any_adam_object | 1 |
| any_adam_object_boolean | 1 |
| author | Kanungo, Rabindra Nath 1935- Mendonca, Manuel 1932- |
| author_GND | (DE-588)115568018 (DE-588)133452387 |
| author_facet | Kanungo, Rabindra Nath 1935- Mendonca, Manuel 1932- |
| author_role | aut aut |
| author_sort | Kanungo, Rabindra Nath 1935- |
| author_variant | r n k rn rnk m m mm |
| building | Verbundindex |
| bvnumber | BV023543214 |
| callnumber-first | H - Social Science |
| callnumber-label | HF5549 |
| callnumber-raw | HF5549.5.C67K36 1992 |
| callnumber-search | HF5549.5.C67K36 1992 |
| callnumber-sort | HF 45549.5 C67 K36 41992 |
| callnumber-subject | HF - Commerce |
| classification_rvk | QP 416 |
| ctrlnum | (OCoLC)915889401 (DE-599)BVBBV023543214 |
| dewey-full | 658.3/22520 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3/225 20 |
| dewey-search | 658.3/225 20 |
| dewey-sort | 3658.3 3225 220 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| format | Book |
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| id | DE-604.BV023543214 |
| illustrated | Illustrated |
| index_date | 2024-07-02T22:36:51Z |
| indexdate | 2024-07-09T21:24:15Z |
| institution | BVB |
| isbn | 0409897787 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-016860247 |
| oclc_num | 915889401 |
| open_access_boolean | |
| owner | DE-521 |
| owner_facet | DE-521 |
| physical | XX, 389 S. graph. Darst. |
| publishDate | 1992 |
| publishDateSearch | 1992 |
| publishDateSort | 1992 |
| publisher | Butterworths |
| record_format | marc |
| spelling | Kanungo, Rabindra Nath 1935- Verfasser (DE-588)115568018 aut Compensation: effective reward management Rabindra N. Kanungo ; Manuel Mendonca Toronto <<[u.a.]>> Butterworths 1992 XX, 389 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier Compensation management Mendonca, Manuel 1932- Verfasser (DE-588)133452387 aut HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=016860247&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Kanungo, Rabindra Nath 1935- Mendonca, Manuel 1932- Compensation: effective reward management Compensation management |
| title | Compensation: effective reward management |
| title_auth | Compensation: effective reward management |
| title_exact_search | Compensation: effective reward management |
| title_exact_search_txtP | Compensation: effective reward management |
| title_full | Compensation: effective reward management Rabindra N. Kanungo ; Manuel Mendonca |
| title_fullStr | Compensation: effective reward management Rabindra N. Kanungo ; Manuel Mendonca |
| title_full_unstemmed | Compensation: effective reward management Rabindra N. Kanungo ; Manuel Mendonca |
| title_short | Compensation: effective reward management |
| title_sort | compensation effective reward management |
| topic | Compensation management |
| topic_facet | Compensation management |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=016860247&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT kanungorabindranath compensationeffectiverewardmanagement AT mendoncamanuel compensationeffectiverewardmanagement |